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  • Posted: May 23, 2023
    Deadline: Jun 9, 2023
  • Never pay for any CBT, test or assessment as part of any recruitment process. When in doubt, contact us

    The name HCS Africa is derived from carefully selected words: 'Human’, referring to our people-oriented approach, 'Capital’, referring to our commitment of increase in profit, and 'Synergies’, referring to the collaborative nature of our organization. Therefore our service provisions and methodologies are wholly centered on adding value to ...
    Read more about this company


    HR Manager

    Key Responsibilities

    Recruitment, Onboarding & Off boarding

    • Develop strategic direction, policies, processes and plans with regard to all aspects of recruitment, onboarding & off boarding.
    • Develop and implement a Recruitment and Compensation Policy & system ensuring that all aspects of employment including the decision to hire, promote, reward, discipline, or discharge, are based on merit, competence, performance, and business needs.
    • Create and maintain a consistent and positive image on all company developed employee and recruitment related content.
    • Oversee the provision of recruitment reporting and information to management.
    • Identify and build opportunities to better attract talent, including through the Company's presence on social media, outsourcing arrangements or partnerships with relevant institutions.
    • Guide and support the recruitment, training, appraisal, supervision, development, promotion and termination of all staff.  Ensure clear leave cover, succession planning and handover processes are developed and adhered to.

    Performance Management & Reward

    • Develop strategic direction, policies, processes and plans with regard to all aspects of performance management, reward & recognition, performance improvement, career progression and promotions.
    • Ensure that corporate objectives and goals are effectively cascaded within the context of a widely understood strategy & vision.
    • Ensure all positions have JDs and annual work plans that accurately reflect roles, responsibilities, performance targets, indicators and expectations are used as the basis for quarterly and annual performance reviews.

    Organizational Structure & Design, Values & Culture

    • Work with each department as well as the Finance team to determine the most appropriate size and structure of each team, based on their departmental objectives and KPIs.
    • Ensure that HR policies and practices reinforce the company values and a culture that attracts, retains and motivates top quality personnel.

    Information flow & Communication

    • Improve staff engagement levels through ensuring regular and transparent flow communication throughout the organization, embracing feedback & ensuring timely and transparent action is taken.
    • Improve the tone, frequency and clarity of communication including through monthly newsletters, quarterly town halls, HR check ins and informal coffee chats.

    Staff Motivation & Development

    • Monitor and develop ways to improve overall levels of employee satisfaction & motivation.  Establish and maintain an effective employee recognition programme.
    • Develop and implement training strategy and plan, including leadership and on-the-job training.
    • Design and implement or support team building efforts at various levels across the organization. Establish Staff Welfare Association.

    Develop a High Performing HR Team

    • Provide positive leadership to the HR team and the company as a whole.
    • Develops skills of the HR team – identifying individual training needs as well as encouraging effective teamwork, with a focus on succession planning.
    • Motivate the team – giving recognition and praise wherever possible.
    • Deal with team performance issues promptly and appropriately.
    • Pre-empt the need for and manage change where necessary within the team.
    • Provides individual support to new HR team members – ensuring a full induction is provided for and adequate support is given during their learning curve.

    Professional / Academic Background

    • Bachelor’s degree in Human Resource Management, social sciences, business Administration, or its equivalent from a recognized university. Post graduate study is highly preferable.
    • At least 7 years’ experience in Human Resource Management / Administration in recognised organizations, of which 3+ years include senior roles.
    • Highly experienced in Change management.

    Method of Application

    Interested and qualified candidates should forward their CV to: using the position as subject of email.

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